| Comment Number: | OL-10509159 |
| Received: | 3/15/2005 1:25:40 PM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| No Attachments |
Comments:
Performance Management Subpart D Performance and Behavior Accountability 9901.103 Definitions – Performance 9901.103 Definitions – Competencies 9901.406 Setting and communicating performance expectations subparagraph (b) Reference to assessing behavioral performance are acceptable and relatively clear in Performance Management subpart D and Performance and Behavior Accountability, stating explicitly that the behavior is measured in compliance with standards of conduct ethical standards and regulations. Measure of behavior is interpretative in 9901.103 Definitions Performance and Competencies and 9901.406 Setting and communicating performance expectations subparagraph (b) It should be clearly stated throughout the document that behavior is a performance measurable standard that is upheld by standards of conduct, government regulation and ethical standards. Reasoning And Recommendation: Behavior is the desired output of the particular organizational mold. Not all personalities fit the desired mold, especially, with the provision of this document to allow DOD to assign personnel as required without negotiation. Often individuals will not fit the organizational mold, and the desired behavior cannot be expressed, thereby displacing employees within the organization. Furthermore, Behavioral Performance Assessment creates: - Reducing variation is systematic behavior - Misunderstanding because of differences in thinking, preferences - Creation of interpersonal conflict - Dealing with people De-emphasizes Accomplishing the Mission - Stifles creativity - Impedes understanding, and relating to appropriate Teaming of a mix of personalities. Simply creating a new Personnel system does not rid the organization of cultural bias. This metric to enable a loosely defined behavior performance assessment should be clearly stated throughout the document to adhere to behavioral assessment with regard to established written Codes of Conduct, Ethical Standards, Government Regulation and applicable protocol, thereby leaving no room for behavioral assessment interpretation, nor undue and unfair biased assessment, which would have no appeal rights per this proposal. (Management Discretions)